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The successful candidate had the wide HR background described in the brief and the direct manufacturing experience. After the final interviews, the company made an offer, which the candidate accepted. A start date was confirmed, and all necessary background checks were done before the appointment was finalized. The plant hired an HR Manager who was prepared to handle the issues of floor-level employees and continuous recruitment needs. Keller Executive Search completed the replacement on a confidential basis, while helping the site maintain momentum during planned growth.
The appointment came together cleanly. A Director of Innovation and Engineering with more than 20 years of cross-discipline experience was confirmed for a December 2024 start, bringing a strong track record of managing large specialist engineering teams and the full French-English fluency the environment required. The leadership presence that the process was designed to bring out could also be seen in person. Background checks and references were cleared in time for the scheduled start date.
Keller placed a PHR-certified HR professional who has nearly 20 years of experience, most of it in manufacturing and industrial environments. She has served in senior human resources roles at a Fortune 100 energy distribution company and a defense and aerospace manufacturer with over $26 billion in annual revenue, where she oversaw labor relations for IBEW-represented employees, designed compensation programs for large production workforces, and led human resources operations across multiple locations. She is based in Brentwood and cited the on-site requirement and location as the main reasons for her interest. The company got more working overlap with the departing director by having her in place two weeks ahead of the January target.
The new Director, with years of experience in manufacturing purchasing management, was well-versed in raw material sourcing, supplier negotiation, and all aspects of domestic and international procurement. He had a track record of delivering procurement savings through specification work and supply chain management controls. He had the technical range the position demanded and the professional disposition the firm had always hired for: thoughtful, relationship-oriented, and suited to the long game.
The candidate had more than 6 years of HR experience in the Netherlands, including hands-on experience with Belgian employment requirements, which was gained through cross-border collaboration with Belgian colleagues. At her previous organization she had overseen the Netherlands rollout of a global shared-service migration, including re-engineering local processes, ensuring stakeholder alignment and training managers on new procedures. She advised on all aspects of employment relations, including dismissals, performance management, sickness absence, works council interaction, and employment investigations. Throughout her career, she worked with Workday and SAP SuccessFactors and was based in the cluster’s main area of operations.
Keller hired a senior HR leader with a career spanning luxury and industrial environments in Spain and Europe. The appointed leader had negotiated collective agreements, led HR functions across multi-site unionized workforces, managed site openings and operated within the governance and reporting expectations of large international organizations.The combination of luxury sector experience and deep industrial HR knowledge made for a well-matched appointment.
